Leave for Medical transition
Is this considered a reasonable adjustment under UK Law?
Overview
Treat generally as sick leave.
For Employees
Absence for gender reassignment is protected. It cannot be treated worse than sickness or injury leave.
For Employers
You cannot penalize staff for transition-related absence. Treat it exactly like a surgical recovery.
Key Considerations
- Surgeries.
- Counseling appointments.
Check your specific situation
The outcome above is a general guide. Use our interactive tool to see how your specific job role (e.g. Safety Critical vs Office) changes the result.
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